Why Is It Important for Me to Get Feedback From My Team?

Effective Leaders View Feedback as a Gift

Within each of us, we have the capacity to improve, to be better tomorrow than we are today. That applies to athletes and teachers, public officials and business leaders alike. But, what sets apart those that excel is feedback—feedback that provides an opportunity to gain insight into how the world (e.g., teammates, cohorts, direct reports, bosses) sees you as a leader.

Great leadership involves listening to and evolving through both positive and negative feedback. It means actively seeking input from others to help you assess how you’re doing, the impact you’re having on those around you, and shine a light on development areas that will propel your growth and your effectiveness as a leader.

Be an Active Learner

If you want to improve your leadership performance—and make an even greater impact on your career, your team, your organization—self-reflection is your starting point. Because all leadership development is essentially self-development, the process of becoming a more effective leader begins with you. Here’s what you can do:

  • Be open to new ideas
  • Be an active listener
  • Have the courage to be vulnerable in exposing your shortcomings to others
  • Acknowledge that you don’t have all the answers
  • Understand that feedback must come from constituents you trust to be open and honest

Make it a Habit: Ask for Feedback

While self-reflection is critical to your development as an effective leader, it isn’t enough. To gain a full understanding of your current situation and your opportunities for growth, you need feedback from those around you.

The best leaders go first in creating a climate in which people trust one another enough to provide valid and useful feedback. They understand that…

  • Feedback is key to continuous learning
  • Feedback is effective listening
  • Feedback engages teams and others in collaborative efforts to improve
  • Feedback sets expectations for performance
  • Feedback builds a common language that strengthens interpersonal communication
  • Feedback encourages ownership and accountability of goal achievement and results

The best leaders are acutely self-aware because they seek feedback not only about what they’re doing well but about what they’re NOT doing well. And for more than 5 million people around the world, the LPI® 360 assessment has been the tool-of-choice to help them along their path to exemplary leadership.

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Learn more about the value of 360-degree feedback using the LPI 360. Download a sample LPI 360 Individual feedback report today.



Brett Cooper

Brett is the visionary President of Integris Performance Advisors, a professional development firm he co-founded to expand the existence of healthy organizations and great places to work. By creatively bringing together concepts from The Five Dysfunctions of a Team (by Patrick Lencioni), The Leadership Challenge (by Jim Kouzes and Barry Posner), and Lean Six Sigma, Brett and his team have influenced thousands of people in government, non-profits and corporate America to work together in more productive, more effective and more human ways. Outside of his role at Integris, Brett dedicates time to serving others in need. He is a volunteer coordinator for the East Bay Stand Down and Stand Down on the Delta, two non-profits serving the needs of San Francisco’s homeless Veteran population. He is also board member and financial sponsor for Partners in Sustainable Learning, whose mission is to bring early childhood education to marginalized communities in the developing world (current projects are underway in Nepal).